LOCAL FACTS 2019, REUNIONS AND VOTES: Due to the COVID-19 outbreak that ensures the safety of all our members, the Shop Committee is exploring several options for setting up an information contract and ratifying the local contract. We are in new territory because of the COVID-19 epidemic and we must ensure that everything that is decided does not conflict with the UAW Constitution or our local by-laws. Please visit the local UAW website for updates on the role of the contract and the ratification vote. Education. Prior to the start of the fall 2018 quarter, the parties will jointly develop management training that will include changes to the previous collective agreement. The university and the EU meet quarterly to discuss the need for training in contract management. Management has begun promoting a Sunday special team that will begin on October 13, 2020. Management cannot be prevented from making an offer of overtime. The local trade union management does not agree with the implementation of this task force as it was set up by management.
This layer will be at 2 hours shift and 2nd Shift will have the right to manmann first the special layer. This is something different from what we have done in the past and does not support the leaders of the local Union. This would lead to several problems and inconsistencies 3rd shift employees would not be paid twice for the work of these hours and would have to work 18 hours just to participate. We believe that the priority in overtime and positions should be shared and turned as it has been in the past. It would also be mandatory for Flex-Temps (part-time) to work on Sundays, and it would be paid in even time. These are things that the local union leadership cannot accept and with which it disagrees. The university increases THE remuneration of ASE for the duration of the agreement as follows: Joint Health Care Committee. A joint employers-UAW committee on public health will be pursued to discuss quality, administration and services issues related to THE POPH.
The Joint Health Committee (JhCC) will be made up of representatives from the UAW and the university and other specialists will be invited to lead the business with jhCC, as required. The JHCC meets at least once a year and may, if necessary, meet by mutual agreement between the parties. Section 5. Delays – If an appeal is not filed or challenged within the specified time frame, it is a waiver of the appeal and the case is deemed closed. By mutual written agreement, the parties may extend all deadlines. Section 9. The university provides for a paid release period for up to five (5) EU-designated ISAs for the purpose of negotiating a replacement agreement. During negotiations for the 2018-21 succession agreement, the parties agreed on a programme on sexual harassment and prevention training. The program expires on April 30, 2021, unless the parties agree to it by mutual agreement.
The EU and the university meet four times (4) times a calendar year in 2019 and 2020 to discuss issues related to university student employment, immigration status and work permits. The parties may, by mutual agreement, add additional meetings. During negotiations on a succession agreement, the parties agreed on the following: During negotiations on the 2018-2021 successor agreement, the parties agreed on the following with regard to immigration status and work permit: a joint EU management committee will be set up to deal with issues that are not the subject of an active complaint.